4 overrated recruiting concepts you need to ditch this year

4 overrated recruiting concepts you need to ditch this year Attention HR professionals: As 2018 continues to unfold, you’re undoubtedly focused on achieving your staffing and recruiting goals for the year, which likely means plenty of advanced planning and strategy sessions, all designed to help you and your company hit its predetermined targets.For successful companies, this is beyond important- it’s an absolutely essential business function. According to an article by Empxtrack, the recruitment and selection process is one of the most important of all HR functions and has a great impact on the revenue growth and profit margins of a company as compared to other tasks such as retention,  onboarding, leadership development, and managing talent.Effective recruiting requires careful planning- from the first steps to the last- under the watchful eye of a seasoned HR professional or team with business savvy, a deep knowledge of their company’s core needs, and an ability to plan for short-term and long-term growth and success .Strategic recruiting also requires a thorough understanding of what concepts don’t work or have become outdated to the point of irrelevance and belong in the HR recycling bin. The truth is, in today’s rapidly evolving professional landscape, concepts that may have once been proven sound may no longer hold up today. It’s the job of all HR professionals to stay on top of current trends, shifts, and forces that help shape the face of modern recruitment- or else they risk becoming outdated and irrelevant.That said, there is a prevailing conventional wisdom in the world of recruiting that helps determine which recruiting concepts should be embraced and which are overrated and should be left behind. LinkedIn recently published an article on recruiting concepts that should likely be reconsidered or shuttered for good. Use the following information to help you and your company strategize effectively.hbspt.cta.load(2785852, '9e52c197-5b5b-45e6-af34-d56403f973c5', {});1. Culture fit is critical.We’re all aware of the omnipresence of â€Å"culture fit† and its perceived value in companies across industries. In fact, some organizations rank perceived culture fit at the very top of their determination criteria when making key hiring decisions. But what are we really getting here? Is a company that prides itself on having employees who are an excellent cultural fit denying itself a level of healthy diversity that could really help move the needle? Think about it, do game changing ideas that truly disrupt the status quo always come from those who fit neatly into the corporate mold, or do they often come from those oddball outliers with enough creative and perceptual distance to really effect change?Savvy, forward-thinking HR professionals know better when they weigh the value of culture fit, and recognize potential talent who may not fit the traditional corporate mold but who could potentially offer their organizations something far more v aluable- a fresh new way of approaching their business.2. The reference check is essential.The traditional HR process of performing a reference check on potential candidates is as old (and as time-consuming) as it gets, and if we stop and really take a close look at it, we may realize that it’s likely not worth the effort. Why? Because what the process really involves is reaching out (often, many times before getting a response) to a carefully curated list of individuals who have undoubtedly been told to expect a call from you, and who will invariably provide a glowing review of the candidate in question and go on and on about how they’re absolutely the ideal candidate in every conceivable way.Admittedly, there may be some value in some instances to performing this time-tested HR ritual, but if you’re waiting for a candidate to provide a reference that will offer a completely honest, unbiased, and critical review of a candidate, don’t hold your breath bec ause it’s not likely to happen anytime soon. Does this sound to you like an effective way to really get to evaluate a potential new employee?3. Traditional interviews are everything.It’s almost inconceivable to imagine a hiring process- at any company or for any position- that does not include some aspect of what we commonly refer to as a traditional interview, in which a meeting (often several) takes place between a potential candidate and the hiring personnel of a company and an exchange of pleasantries, questions, answers, and conversation takes place as each side evaluates the other for consideration.However, you might be shocked to learn that the level of correlation between how a candidate fares on an interview and how they do on the job is shockingly low. According to LinkedIn’s article:â€Å"Candidate interviews have been the single most important tool for recruiters since forever, but that doesn’t mean they’re all that great.  Googleâ⠂¬â„¢s Laszlo Bock spilled the beans in 2013 that their analytics showed that interviews were totally useless: ‘We looked at tens of thousands of interviews, and everyone who had done the interviews and what they scored the candidate, and how that person ultimately performed in their job. We found zero relationship.’†4. Purpose does not replace perks.It’s true, the idea of working for a company with a brand identity, mission, and purpose that resonates with potential candidates can really be an attractive and compelling notion- and many HR professionals work hard to cultivate and maintain their organization’s culture and brand identity and communicate them to prospective employees- but it does not completely replace the tried and true employee perks that lie at the heart of an individual’s decision regarding whether or not to sign on the dotted line when a job offer is made.Sure, your organization’s volunteer efforts, charitable pursuit s, dedication to the environment and desire to make positive and lasting change in the world will be of interest to candidates, but if it isn’t matched by competitive salaries, benefits packages, and employee perks, then don’t be surprised if the individuals you’re hoping to bring on board decide to take their talents elsewhere.There you have it- some overrated recruiting concepts that may have worked well in the past but may no longer hold water as we move through 2018. If you’re using any of these as part your professional recruitment strategy, consider making a change.

Infanticide in Nonhuman Primates essays

Infanticide in Nonhuman Primates essays The goal of this paper is to examine the question, why does infanticide occur in nonhuman primates? It will look at possible explanations such as the sexual selection hypothesis, the social pathology hypothesis, and other alternative reasons behind infanticide. Cases of observed infanticide will be explored and then given possible reasons for why the infant in each particular case was killed. One of the mysteries in the world of primates is infanticide. Some of the questions pertaining to infanticide are how does it occur, under what circumstances does it occur, and why does it occur? This paper examines different explanations of infanticide by nonhuman primates and possible answers to those questions. The sexual selection hypothesis is used as the primary explanation of infanticide but alternative explanations and hypotheses, such as the social pathology hypothesis and the resource competition hypothesis, will also be taken into account. One reason for infanticide can be explained through the social pathology hypothesis. (Boggess, Curtin, and Dolhinow as cited by Bartlett, Sussman, and Cheverud 1993) Research done by Phyllis Jay in 1958 at field sites in Orcha and Kaukori concluded that Hanuman langur (Semnopithecus entellus) life was very peaceful. On the contrary, in the early 1960s a Primatologist named Sugiyama, observed a high number of adult male langurs treating infants violently at a site in Dharwar. At Sugiyamas site social change occurred frequently and disturbed the lives of langurs and other species in the area. Sugiyama noted that when a new male took over a troop, the death of an infant would follow. (Sugiyama as cited by Rees 2001) The death of the infants at Dharwar and other sites in India, according to the social pathology hypothesis, were the result of a growing population of people and a declining territory of land in which the langurs lived in. (Boggess, Curtin, and Dulhinow a...

How Google motivate their employees Essay Example | Topics and Well Written Essays - 1500 words

How Google motivate their employees - Essay Example The culture of the organization has been made conducive to its employees. The next aspect that promotes employee motivation concerns product innovation. The company has been a leader in providing conditions necessary for employee’s participation in innovation. The company further focus on employee passion on performing of tasks rather than on pay. It is also imperative to state that Google management team has been able to encourage creativity while enhance organizational control. It is also one of the goals of the organization to utilization of data in providing employee with rewards and in motivating (Wood, 2015).The other motivational aspects of the organization relates to its pay rewards. Employees in the organization receive various innovative pay benefits that motivate them towards organization success. The management teams of the organization provides employee with room to promote their own ideas. These provide employees with various bases for creating their own products (Wood, 2015). In return, to such strategies, Google is able to recruit employees with very high skills. They further construct innovative ways of retaining employees. The other motivating aspect of the organization is the provision of challenging and inspiring activities for its employees.Modern organizations need to utilize innovative ways in motivating its employees. Motivating of employees ensures that organizations are able to maximize on their efforts. Modern organizations are able to streamline employees’ ideas towards innovating products.

The French revolution collapse of the feudal systems and monarchies of Essay

The French revolution collapse of the feudal systems and monarchies of 18th century Europe - Essay Example The French Revolution which took place between 1789 to 1794, â€Å"marked the advent of modern society†1, both bourgeois and capitalist, in the history of France. The revolution brought about the national unity of the country through destruction of the privileged feudal orders considered as remnants of the Middle Ages. It is historically significant because the revolution successfully established a liberal democracy. Due to these double outcomes, in the perspective of world history, it can be considered as a classical model of a bourgeois revolution. However, the history of the French revolution is an integral part of European history. Earlier revolutions in other European countries such as Holland in the 16th century, and two revolutions in England in the 17th century, as well as the 18th century revolution in America paved the way for the French revolution. In all the European countries, the evolution ultimately resulted in the formation of modern society. With the different revolutions opposing the old economic and social system with its feudalism, the bourgeoise could benefit to varying degrees. Thesis Statement: The purpose of this paper is to investigate the reasons for the French Revolution and the collapse of the ancient monarchies and feudal systems of eighteenth century Europe. The Revolution began an era of change from the nineteenth century onwards, with the evolution of a democratic and equitable modern society. The Bourgeoisie Uprising: Cause of the French Revolution Lefebvre2 was a lifelong socialist, under the increasing influence of Marxism which assigns the bourgeoisie with the key role of representatives and beneficiaries of capitalism. According to this scholar, the rise of the bourgeoisie was the main cause of the French Revolution. After several centuries of increasing in numbers and wealth, the bourgeoisie class took control of power in France in 1789. Medieval society had been ruled over by a landed aristocracy, because the only f orm of wealth was land. However, by the eighteenth century, â€Å"economic power, personal abilities and confidence in the future had passed largely to the bourgeoisie†3 who were supported by a new form of wealth and a new ideology that was clearly defined. In 1789, the bourgeoisie overthrew the remaining aristocratic, feudal lords who had retained their dominance despite their economic decline. It was possible for the bourgeoisie to overthrow the aristocracy because the monarchy’s political authority had collapsed due to the lack of adequate funds. The reason for their inability to pay was that the aristocracy or privileged classes of nobility and clergy clung to their age-old privileges and immunity from paying. Moreover, they used their political power to prevent the king fom undertaking necessary reforms4. Following their ousting, the bourgeoisie established a regime based on the new distribution of economic power. Significantly, Lefebvre5 refers to four revolution ary movements in France between 1787 to 1789. First came the revolt of the aristocracy, which destroyed the monarchy. It was the culmination of an aristocratic resurgence which took place for over a century, in which the nobility had struggled to regain their pre-eminence in the social order, which Louis XIV had removed. In order to carrry out their revolution, the nobility had sought the support of the bourgeoisie; however the successful implementation of the movement provided the bourgeoisie with ideas to resolve their own problems. In the September of 1788, the parliament of Paris which formed the driving force behind the aristocratic reaction, required that the Estates-General promised by the government for 1789 should be constituted as they had been in 1614 at their last meeting. For the bourgeoisie this was not acceptable, since the forms of 1614 underscored aristocratic predominance. Under these circumstances the revolution of the bourgeoisie

Barclays Bank Retail Banking Strategy Essay Example | Topics and Well Written Essays - 2000 words

Barclays Bank Retail Banking Strategy - Essay Example Some of these are helpful for every firm in the industry and are called opportunities, while others bring bad news for everyone and are regarded as threats. Besides these forces in the external environment, a particular firm may have internal strengths such as the skill and experience of its staff, or weaknesses such as frequent labor disputes because of lack of clearly defined polices for staff and workers. In sum the fortunes of the firm are dependent on how well its management deals with business opportunities and threats, while using the strengths of the firm to take advantage of the opportunities and minimize the effect of the threats through clever planning and strategic implementation of its vision for the company. This is what is called strategic management- or the planning and implementation to achieve its desired plans in the marketplace in the face of these internal and external forces. The legal, political, sociological, economic and other environments may pose a number o f challenges that must be overcome by the business if it is to survive and prosper in the marketplace. Barclays Bank PLC is one of the key players in the worldwide banking industry as well as in India and this paper will discuss how successfully it has managed to meet the challenges faced by the banking sector in India. II. Overview of the Banking Sector in India The major Indian banks can be classified under three categories in terms of ownership:(1) Public sector banks such as State Bank of India, the Bank of Baroda, Bank of India, Punjab National Bank and Canara Bank; (2) Private sector banks such as ICICI Bank and HDFC Bank; and (3) Foreign Banks such as Citibank, Barclays Bank of India and Standard Chartered Bank. By December 2008, there were 28 public sector banks, 29 private sector banks and 30 foreign banks, in addition to other regional and cooperative entities. The banking sector in India is one that is full of intense competition. Lately the banking sector, which had been hit by the worldwide 2007-2008 economic recession, has been in recovery mode and efforts are still being made to put the sector back on track. The recessionary trend saw a decrease in the percentage of consumer lending from 29.9 percent in 2007 to just 17.1 percent in 2008. The major contractions were seen in the autos, housing, personal loans and consumer durables sectors. III. Supervision and Control As in most nations of the world, the outlook on monetary policy and regulation of the financial system lies with the Central Bank. In India, this is the Reserve Bank of India (RBI). In keeping with the special functions of a central banking institution, it is also the issuer of local currency as well as the manager of foreign currency reserves and regulations in India. In the same fashion, the Securities and Exchange Board of India is the regulatory body that monitors stock market transactions and compliance with the rules. India also has an Insurance Regulatory & Development Authori ty like the FDIC in the USA that is responsible for protecting the interests of the policyholders. Â   IV. The State of the Retail Banking Sector in India Retail banking has been the major hub of activity in recent years. The banks have classified their customers into three major groups- consumer, small business and corporate. It has been acknowledged that the progress of retail banking would most likely rest of four pillars: innovative offerings, distribution optimization, quality of management and shared system/back-office. Barclays has adopted an innovative strategy upon its entry into India in 2008. Banking today can be characterized by the different products that are being dealt with, such as investment banking, asset management or debt management, or by the type of customer dealing, such as Wealth Management

The Concept Of E Recruitment

The Concept Of E Recruitment E-recruitment Issues and Challenges in HRM has become a buzz word and is being used in various contexts the world over especially in HRM E-recruitment has changed the way in which recruitment is conducted. In this paper these changes are analyzed for specific human resource management (HRM) functions: job analysis and job design, recruitment and selection. The kind of changes witnessed in India due to globalization has been dramatic and resulted in proliferation of HRM and services of E-recruitment across the country. Online recruiting is changing the way employers think about finding good employees and the way employees think about their jobs and their employers. Indeed, the Internet may completely change the way companies manage human resources All these functions are affected by changes in the Business Environment, Technology, and potential Labor force of E-commerce. These changes create challenges for Human Resource professionals who must recognize the inherent differences between E-recruitment and traditional brick-and-mortar process. HR professionals must adapt to these changes quickly in order to maximize the performance of employees. This challenges has a direct link to globalization by virtue of various activities covered in E-recruitment. This paper looks at the impact of issues and challenges in E-recruitment in HRM to expose the effects and develop solutions. The company can contact some experts in this field to solve the problems like Rajesh Siddesh Hiremath experts in erecruitment Keywords: E-recruitment, challenges, techniques, brick-and-mortar OBJECTIVES 1]. Introduction and to understand the concept of E-recruitment Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it is about advertising vacancies on either job sites or corporate websites. At this very basic level it is particularly effective at getting a high level of response. While it may generate hundreds more applications than traditional print advertising, simply attracting more candidates is only part of the job. The buzz word and the latest trends in recruitment is the E-recruitment. Also known as On line -recruitment, it is the use of technology or the web based tools to assist the recruitment process. We are witnessing a change in the nature of jobs. Muscle jobs are disappearing, finger and brain jobs are growing or, to put it more formally, labor-based industries have been displaced by skill-based industries and these in turn will have to be replaced by knowledge-based industries. -Charles Handy (1984) The tool can be either a job website like naukri.com, the organizations corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employers depending upon their requirements 2]. To study the kinds of E-recruitment 1. Recruitment Sites : It is a site that the job websites linked to apply directly to the company. 2. Recruitment Agencies:- This is a Agency are need people to fill their vacancies, the candidates can register their CV and get the information about the jobs 3. Websites Links :- through the websites links a candidate can search the jobs a]. browse general recruitment sites b]. find vacation work and placements c]. look at sector specific recruitment d]. search the local councils vacancies e]. search the graduate schemes and closing dates 4. By approaching companies and offering candidates from their own files 5. Advertising jobs on behalf of companies and producing a shortlist of candidates for interview 6. Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. 7. Resume scanner:- Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criterias and requirements (skills, qualifications, experience, payroll etc.) of the job. Creating a complete E-recruitment / Application section in the companies own website. Companies have added an application system to its website, where the passive job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available. slide-4-638.jpg Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the passers-by applicants. E-recruitment helps the organizations to automate the recruitment process, save their time and costs on E-recruitments. 8. The erecruitment different three strategies are (a) email recruitment through 2 types 1]. emailing lists and 2]. email snowballing (b)website recruitment through 2 types 1]. notices placed on websites and 2]. postings on online forums. (c) Internet advertising through 2 types 1]. keyword search and 2]. content-related placements. 3]. To study the need and importance of E-recruitment. The aim of this research is to examine the impact of the e-recruitment on the quality of applicants, cost and time involved in acquiring applications, wider choice of applicants and employees job search behavior and the development of the resulting conceptual model. Lower costs to the organization. Also, posting jobs is cheaper than advertising in the newspapers. No intermediaries. Reduction in the time for recruitment (over 65 percent of the hiring time). Facilitates the recruitment of right type of people with the required skills. Improved efficiency of recruitment process. Gives a 24*7 access to an e-collection of resumes. E-recruitment helps the organizations to weed out the unqualified candidates in an automated way. Recruitment websites also provide valuable data and information regarding the compensation offered by the competitors etc. which helps the HR managers to take various HR decisions like promotions, salary trends in industry etc. To support the organization such that it is able to get, maintain and improve the best talent and skills. To be certain about the present and future manpower needs of the organization in relation with planning job evaluation activities. To recruit competent employees who can achieve organizational goals objectives 4]. To understand the process techniques of E-recruitment Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage. E-recruitment should be incorporated into the overall recruitment strategy of the organization. A well defined and structured applicant tracking system should be integrated and the system should have a back-end support. Along with the back-office support a comprehensive website to receive and process job applications (through direct or e-advertising) should be developed. 5]. To study the Statistics on E-recruitment in HRM Statistics between 2003 and 2005 indicate the progressive adoption of online recruitment. For ease of review, the statistics have been divided into 1]. International research Borrell Associates found that online recruitment advertising revenues hit $3.1 billion in 2003 and IDC forecasts that the world market will be worth $13 billion by 2005. Year on year the value of online recruitment is growing as both job seekers and recruitment agencies continue to adopt this method of recruitment. iLogos Research investigated the Global 500 companies with corporate Web sites and found that, in 1998, 29% recruited online (with 14% having no Web site) in comparison to 2003 where 94% of the Global 500 recruited online. According to the UK National Online Recruitment Survey (Winter 2004), 45% of job seekers use the Internet as their preferred method of looking for a job, 75% have applied for a job online and 59% have obtained an interview as a result. 44% of these have actually obtained a job through the Internet. 2]. Local findings. A Local trends from Career Junction between September 2003 and September 2004, show that over 1,5 million unique (new) career seekers have searched for jobs on Career Junctions web site, with an average of 5,500 new resumes entered each month. There were 160,000 jobs advertised during the same period, generating over 700,000 online job applications. World Wide research indicated that by the end of 2004, more than a quarter of all Internet users will be seeking jobs online. The Sunday Times Business Times Work In Life Survey of September 2004 reported that 34% of respondents use online job sites to look for jobs, while 46% will go directly to a recruitment agency, 77% look for jobs in newspaper recruitment pages, 36% through trade and other magazines, 57% have found jobs through word of mouth and 33% approach companies directly. Local findings indicate that while job seekers continue to use the Net, but this has not cut into the newspaper employment pages niche. Alliances between sites and newspapers have resulted in extended reach where companies and recruitment agencies still place ads in newspapers but give the Web address of a job advert rather than requiring an e-mail or written response Career Junction concluded a survey in March 2005, of just over 10% of the recruitment agents that use their Web site.. Part of the focus was on the relative importance of online recruitment as a medium for advertising job vacancies. The survey was conducted telephonically with a balanced mix of small, medium and large agencies. Key findings show that the main reasons for agencies using online recruitment is they view it as the most effective medium (between 25-30% of respondents). The second highest rating indicated that they saw online recruitment as successful and targeted at their needs (also between 25-30%). The third highest factor was that online recruitment is seen as the most cost-effective medium (between 20-25%). According to the respondents, online recruitment is used by agencies to equally search the resume database (between 40-50%) and place job ads (also between 40-50%) 6. To study the Advantages and Disadvantages of the topic 1. it will spread to whole Geographical Area 2. it will reach Larger Audience 3. it gives Greater chance to find right candidate quicker/with greater effectiveness 4. it access for 24/7 no waiting for issue dates 5. it access in Quicker turn-around time/cost saving 6. it Relatively cheap 7. it gives Higher quality of applicants 8. it gives Better match of workers vacancies 9. it Shift from manual screening to using HRM expertise 10. it gives Positive effect on corporate image/up-to-date image 11. it is Efficiency gain work 12. it is Cost saving/saving personnel costs 13. it Access for passive jobseekers 14. it target candidates/ Address niche markets 15. it reduce the unqualified candidates 16. it gives more opportunities for smaller companies 17. Automating the application process also gives a level playing field to all candidates Disadvantages of erecruitment 1. it needs a higher expectations regarding relocation costs . 2. the Development fees will effect for small companies 3. Name recognition required (buy banner space etc.) 4. it creates outdated rà ©sumà ©s 5. it crosses discrimination/privacy factors 6. Internet is the first option for applicants 7. it gives overwhelming number of candidates 8. it gives huge number of unqualified candidates 9. it is a time consuming sifting of application forms 10. it gives poor segmentation of the market 11. the transparency of data will damage 7]. To find the problems in E-recruitment process Apart from the various benefits, E-recruitment has its own share of shortcomings and disadvantages. Some of them are: Screening and checking the skill mapping and authenticity of million of resumes is a problem and time consuming exercise for organizations. There is low Internet penetration and no access and lack of awareness of internet in many locations across India. Organizations cannot be dependant solely and totally on the E- recruitment methods. In India, the employers and the employees still prefer a face-to- face interaction rather than sending e-mails With the convergence of greater connectivity, more cost effective software solutions and ever more competitive business environments, HR departments face a new challenge. The proliferation of Internet job-hunting resources makes finding, attracting retaining the best people more difficult than ever. The operational imperative in leading organizations today is to improve performance and reduce costs whilst staying abreast of worlds best practice. Whether your organization currently takes applications electronically or not, the stream of candidate emails, endless agency prospecting, and the need to stay abreast of competitors make E-recruitment a challenge for every organization. To succeed in this environment, organizations must go beyond brochure ware websites and outdated software. Best of breed application forms, back office recruitment systems and insightful reporting tools are needed to cope with the volume of electronically submitted job applications The growth in the E-recruitment industry has been fuelled with the adoption of technology by prospective employers and Internet penetration. Organizations have cut costs by almost 80 percent over traditional recruitment modes by moving over to the E-recruitment process. Dhruvakanth B Shenoy, Vice President-Marketing, Asia, Monster.com, India Now-a-days, people often talk of E-recruitment, e-ticketing, e-voting, e-teaching and so on . 8]. To suggest the solutions to overcome the problems of E-recruitment The cost of software for E-recruitment solutions has to be economically There is a necessity of screening and filtering of the data by different job groups which helps the employees to select easily and economically The employees have to learn the process of Internet and uses The brochures, invitation and tools of E-recruitment must be advanced and easily understandable The performance has to improve The greater connectivity of software are has to develop Individual organizations has to develop the website with different types of job groups for different qualifications, experience etc The employees has to get the advanced training for this To solve the various problems in erecruitment by various specialist in this field like Rajesh Siddesh Hiremath Rajesh Siddesh Hiremath experience in erecruitment à ¢Ã¢â€š ¬Ã‚ ¢ Around 11.5 years of industry experience including 7.5 years in SAP HR. à ¢Ã¢â€š ¬Ã‚ ¢ More than 4 years of sound onsite experience at United Kingdom engaged with multiple projects on e-Recruitment and Nakisa à ¢Ã¢â€š ¬Ã‚ ¢ Excellent understanding of the critical business processes coupled with exceptional functional experience à ¢Ã¢â€š ¬Ã‚ ¢ Possess sound analytical and problem solving skills enhanced with excellent communication and presentation techniques à ¢Ã¢â€š ¬Ã‚ ¢ Passionate attitude towards work with good interpersonal skills à ¢Ã¢â€š ¬Ã‚ ¢ Possess exceptional ability to independently conduct business blueprint workshops, solution demos, review sessions, application testing, acceptance testing, business users training and process management to potential customers à ¢Ã¢â€š ¬Ã‚ ¢ Currently employed with Wipro Technologies, Bangalore as a Project Manager e-Recruiting and Nakisa à ¢Ã¢â€š ¬Ã‚ ¢ Positions Held: Project Manager, Consulting Manager, Senior Architect, Solution Consultant, Project Engineer. à ¢Ã¢â€š ¬Ã‚ ¢ Core competence: SAP HCM E-Recruiting, Talent Management and Succession Planning. à ¢Ã¢â€š ¬Ã‚ ¢ Primary focus on e-Recruitment and SAP Talent Visualization on Nakisa, secondary focus on Personal Administration, Organization Management, WebdynPro, ALE and SAP web integration technologies. à ¢Ã¢â€š ¬Ã‚ ¢ Other competencies: Project Management, Delivery Planning, Business Planning, Application Support Management, Solution Architecture Planning, Solution Delivery and Incident Management. à ¢Ã¢â€š ¬Ã‚ ¢ Challenging roles have included firefighting Very High SAP HR Issues, Upgrades, Training, User Acceptance Testing and Handholding during project takeover and maintenance and documenting the best practices. à ¢Ã¢â€š ¬Ã‚ ¢ Provided training on SAP HR e-Recruiting and Talent Management and Succession Planning. à ¢Ã¢â€š ¬Ã‚ ¢ Ability to clearly articulate suggestions, solutions, ideas, and vision to all levels of customers and internal management. 9. Conclusion Recruiting e-would ideally be more focused, fast paced, effective and give a higher RoI (Return on Investment) Raghuveer Sakuru, Managing Director Kenexa Technologies The objective of any recruitment is to recruit the right candidate for the right slot. The means of recruitment is also equally important. Keeping the current trends in view, emphasizing on E-recruitment is essential and ideal for effective and efficient recruitment. The days of manual recruitment are fading away gradually as organizations are moving to E-recruitment. E-recruitment is here to stay. As change is the only thing constant in this world, there is need to change the strategies in recruitment as well for maximizing the accuracy of right person for the right slot as it minimizes employee dissatisfaction and attrition. When we look at both problems and prospects, we can comfortably conclude that prospects outweigh problems in E-recruitment. The organizations must emphasize on E-recruitment for hiring better talent and must reinvent as per the needs in the 21st century. Globally online recruitment has shown consistent growth, in terms of commercial value as well as adoption by job seekers and recruitment agencies. Companies are also beginning to use their Web sites as part of the solution to recruit staff. Local findings show that there has been a consistent and growing move to use online recruitment, one that echoes international trends. However, jobseekers are using all resources, including newspapers, rather than adopting one approach over another. South African recruitment agencies are finding online recruitment as the most effective approach to finding candidates, and one that is targeted to their needs and cost effective.

A Culture of Respect

A Culture of Respect: How Can Leaders Create a Culture of Respect in an Industrial Organization? ORGL 506 Gonzaga University John Gergich ORGL 506 A1 Professor Barbara McLaughlin February 19th, 2012 Abstract This paper provides an overview of research surrounding the importance of creating a culture of respect within an industrial organization. The research identifies key definitions of respect as well as other principles interrelated to respect such as honesty, integrity and transparency. Drawing on the research, culture is defined by policies, procedures and behaviors of the individuals who make up the organization.The research also describes not only the keys necessary to developing an environment where respect and trust flourish, but how to sustain the gains in order to create a competitive advantage. When respect and trust are increased, productivity increases and cost is reduced. Conversely, when respect and trust are low, the speed at which things are accomplished is significa ntly slowed and costs begin to spiral out of control. Creating a Culture of Respect Respect is one of the values that we hear talked about a lot in organizations.Respect is a word that usually evokes a positive conversation in that most human beings feel that respect is important and valued. The problem has been that almost no one really thinks about or understands what it means to respect someone, create a culture of respect among people or for that matter what it means to be to be respected. We don’t generally normally think of respect as an action but as a feeling or judgment about other people. The purpose of this literature review is to give leaders, line managers, project managers and change agents practical assistance in creating a work environment where everyone feels valued and espected and where harassment and bullying are unacceptable. The guidance draws on information from a number of resources and research documents produced in recent years. Leaders who fail to t ackle discrimination, harassment and bullying pay a price. The cost to an organization can be measured in: †¢ lost time because staff are affected by stress and ill health †¢ lower engagement due to low morale †¢ reduced work output and quality of service †¢ lost resources due to trained and experienced people leaving the organization Organizations are complex systems with their own rules and cultures.The way that organizations manage people plays an important role in the creation of a culture that is either respectful or bullying towards its employees. An organization has to ensure that its systems and culture do not reward bullying behavior, but rather that such behavior will be discovered and challenged. Literature Review Defining Respect The word respect originates from the Latin â€Å"respectus† which means â€Å"to look† or â€Å"to look back†. The term can be distinguished as having something to do with observation.If the prefix  "re† implies â€Å"again†, then we have the concept of respect as meaning something like â€Å"looking again† (Selman, 2001). Respecting another means we are â€Å"looking† at the other person in a particular way. Although we may or may not agree with another’s worldview or perspective, we are open to listening and honoring their opinion. Conversely, disrespect conveys a behavior in which we are generally closed to certain possibilities and conversations with them. Although respect is just a word, what it means and what it distinguishes for us can make all the difference in how we observe ourselves and others.In the article Leadership and respect, the author suggests that while respect is a context for any relationship, we as individuals make the choice whether it is an expression of our commitment to effective relationships with others or whether it becomes part of a culture and worldview that separates and limits us. Stephen M. R. Covey suggests t hat the foundation of effective relationships is trust. While us as individuals may have positive intent, people judge others based on consistent behavior. The single biggest violation of trust is integrity.Covey asserts that integrity is of greater importance than honesty. Although honesty is crucial, integrity is made up of three other components: congruency, humility and courage (2006). It stands to reason that respect begins with leaders displaying an honorable character which is consistent in nature with the values and goals of the organization. If leaders simply pay â€Å"lip service† when people are watching, yet act in an inconsistent way in private, the foundation of trust has been damaged and it will be difficult at best to create an atmosphere of respect. How Respect is DevelopedCreating a culture of respect begins with a commitment to seeing everyone as worthy of respect. As previously suggested, while we don’t always have a choice about our automatic judgm ents and predispositions, we do have a choice about what our valuations mean and the weight we give to them in our day to day relationships (Selman, 2001). Covey describes building trust and respect within an organization as a cause and effect relationship. The author suggests that there are taxes and dividends companies can avoid and leverage in an attempt to develop a culture of respect (2006) (fig. 1. 1). Taxes |Dividends | |Redundancy |Increased Value | |Bureaucracy |Accelerated Growth | |Politics |Enhanced Innovation | |Disengagement |Improved Collaboration | |Turnover |Stronger Partnering | |Churn |Better Execution | |Fraud |Heightened Loyalty | Figure 1. 1 As organizations develop a culture of respect, standards and values have an impact on an employee’s perception as to what is acceptable behavior (Tehrani, 2001). Organizations going through this type of cultural transformation need to engage all pertinent stakeholders in the development process. This universal participation and buy-in dramatically increases the likelihood of success. How Respect is SustainedArmstrong International is a privately-owned mid-sized manufacturing corporation in Michigan which has been steadily growing even during the recession. In their 109 year existence they have never had a single layoff. According to the company’s fourth-generation Chief Executive, David Armstrong, the secret to their success is establishing a work culture based on respect (Earing, 2012). Specifically in an industrial organization, Armstrong believes the key to a successful manufacturing operation is one that focuses on building a culture based on core values, such as honesty and respect. â€Å"It all goes back to the golden rule—‘Do unto others as you would do to you. ’ Treat your employees with respect and courtesy, and communicate with them about what’s going on,† (para 12).Tehrani suggests that organizations need to practical and emotional suppo rt to people in conflict when issues arise (2001). Although an organization with a sustained level of respect is characterized as having an atmosphere of trust and dignity, it is equally important for leaders to be actively involved in being aware and diagnosing the signs and symptoms of bullying and harassment. Nancy R. Lockwood theorizes that workplace diversity is no longer just about anti-discrimination compliance, but also that it focuses on inclusion and the impact on the bottom line. Leveraging workplace diversity, and thus diversity of thought, is increasingly seen as a vital strategic resource for competitive advantage.More companies are linking workplace diversity to their strategic goals and objectives–and holding management accountable for results (2005). Thus, HR plays a key role in diversity management and leadership to create and empower an organizational culture that fosters a respectful, inclusive, knowledge-based environment where each employee has the oppor tunity to learn, grow and meaningfully contribute to the organization's success. Conclusion Organizations will never completely eradicate human beings from having judgments about themselves and others. However, as leaders we can establish an environment of respect and live by the principle of trust.Like all values, respect cannot be legislated or regulated into existence. It must be learned, coached and demonstrated by leaders throughout the organization. Respect, as has been distinguished, is the context for all relationships and can be created through commitment within every day interactions. Achieving a environment where all people are fully engaged and respected is a large undertaking that requires tremendous focus and leadership. It cannot be something you do on the corner of your desk or when you have time. You need to observe evidence that the behavior is evident and institutionalized within the organization. References Covey, S. M. R. (2006).The Speed of Trust. New York: Sim on & Schuster. Earing, A. (2012). Successful Manufacturing Starts With Respect. Retrieved January 28th, 2012 from http://www. impomag. com/scripts/ShowPR. asp? RID=11870=0 Lockwood, N. (2005). Workplace diversity: leveraging the power of difference for competitive advantage. Retrieved January 28th, 2012 from http://findarticles. com/p/articles/mi_m3495/is_6_50/ai_n14702678/ Selman, J. (2001). Leadership and respect. Retrieved January 28th, 2012 from http://www. paracomm. com/articles/respect. html Tehrani, N. (2001). Building a culture of respect: managing bullying at work. London: Taylor & Francis. [pic]

A “Brave New World”-perspective analysis Essay

Imagine Brenda, a woman who will not under any circumstances trade her life in order to be conditioned, and then live as a Beta in the Brave New World (BNW), universe. If this is the case, then Brenda could not consistently accept Hedonism. This is due to the definition of Hedonism, the amount and intensity of bodily pleasure in Brave New World (BNW), and the amount and intensity of bodily pleasure here in real life. The definition of Hedonism leads one to maximize the amount of pleasure and minimize the amount of pain: The only thing intrinsically good in life is pleasure, and the only thing intrinsically bad in life is pain. Other things in life have extrinsic value – they can lead to either pain or pleasure, but do not produce the sensations by themselves. However, Hedonists are only concerned with pleasure and pain, as these are the only intrinsic values. The distinctive factor that determines a better life from a worse one, is the amount of net pleasure in one’s life. The net pleasure is determined by subtracting the amount of pain in one’s life from the amount of pleasure. Notice that Hedonism only determines better lives from worse ones, not good from bad. To make the distinction between good and bad is an arbitrary decision and cannot be measured through a comparable medium such as net pleasure. Quantitative Hedonism states that quantity and intensity are the only criteria that determine just how good a certain pleasure is. If all pleasures differ only in quantity and duration, then the world in BNW is a dream for hedonists. One’s life in BNW is conditioned to be content and happy with one’s, job, class in life, and the daily schedule of life. This schedule for one’s life never changes and so delivers a maximum amount of pleasure due to being happy and content. High pleasure in BNW also comes from the open sexual relations between people. Basically, it is encouraged from childhood to have as many sex partners as possible, therefore maximizing the amount of pleasure from sex. The drug of choice in BNW is called Soma, and it delivers an amazing feeling without any hangover effect like alcohol. This drug is distributed daily at one’s work to maximize one’s amount of body pleasure. With all of these factors enhancing pleasure, it is also important to state that not much causes pain for one’s life in BNW. There are no personal relationships to cause pain, jobs and education are  given specifically for people, and life is very much planned and repetitive. This repetition is what maximizes the amount and duration of pleasure in BNW lives. In real life, there does not exist anything like the above mentioned pleasures, in either quantity or duration. Therefore, when comparing the net pleasure of a life in BNW to a real earthly life, a hedonist finds that BNW lives have a higher net pleasure, and are thus far better. This is because they in BNW have much more intrinsically good pleasure, and much less disappointment and intrinsically bad events. So, if Brenda refuses to trade her life in order to be conditioned and live a BNW life, then she could not consistently accept hedonism because trading her life would give her a higher net pleasure, and by definition , a better life. Brenda still could accept hedonism if she accepted qualitative hedonism, based on Mill’s distinction between ‘higher’ and ‘lower’ pleasures. According to Mill’s, certain pleasures have a distinct higher value than other pleasures. This can be due to a mere preference for one pleasure over another, with the preferred pleasure having more intrinsic value because it is preferred, and thus more net pleasure. This can also be due preferring higher intellectual ‘mind’ pleasures, as opposed to body pleasures like those in BNW. Mill’s distinction goes hand in hand with qualitative hedonism, which adds quality to the criteria distinguishing pleasure (intensity and duration). Higher quality pleasure are generally thought to be intellectual and creative pleasures as compared to bestial pleasures. Intimate relationships can also be thought of as being a higher quality pleasure. It is not substantial, however, that these higher pleasures merely exist – for a hedonist, these higher pleasure must contribute to a higher net pleasure in life in order to be of value. Since there are absolutely no intellectual or intimate pleasures in BNW, the argument could be made that the intellectual and intimate pleasures in real life give higher net pleasure, and thus a better life. This theory also takes into account the pain that may be caused by relationships or by not attaining certain intellectual milestones. However, the argument can be made that the pleasure derived from these higher pleasures far surpasses any pain caused by them and guarantees a higher net pleasure than any life in BNW. If Brenda adopts this method of thinking, then she could both accept hedonism and still not  want to trade her life for a life in BNW. A qualitative hedonist, in order to consistently believe that actual life is better, must claim that the overall net pleasure one receives in real life is more than the net pleasure one receives in the BNW universe. One must claim that experiences in actual life, including but not limited to intellectual and intimate pleasures, produce more net pleasure than a life of bestial pleasures in BNW. This includes all of the pain and hardships experienced in real life, but not in BNW. The argument is that even with all of this pain, the net pleasure is still higher in real life. This is also what Brenda must adhere to if she wishes to not trade her real life for a conditioned BNW life.

The Business Communications

The Business Communications Introduction Business communication is also popularly referred to as company communication, and it refers to the passing of information within a firm and within a supply chain (â€Å"Business Communication† 1). Employee engagement and transaction of officially permitted matters falls under business communication.Advertising We will write a custom assessment sample on The Business Communications specifically for you for only $16.05 $11/page Learn More Other topics that fall under this include; advertising, branding, client dealings, community involvement, and event organization, among others. There are various means through which internal business communication can take place and they include; cyberspace (email), print, face-to-face meeting and video conferencing, among others. Communication involving external parties or entities may entail other channels like radio, television, billboards, among others. Communicating a bad-news message to an employee Every organization has laid down rules and code(s) of conduct which the members of staff are expected to abide by. There are as well spelled out procedures or actions to take if an individual goes against the set regulations (McLean 1). It has to be brought to the attention of any person going against set rules that they have done so. This has to be done in the right and most sober manner so that the offender realizes the gravity of the matter. To begin with, one has to pick the most appropriate channel to relay the message to the employee in question, as regards to the bad-news meeting. Word of mouth or a face-to-face engagement is the most fitting since the information is received in first hand. In firsthand acquisition of the message, the right mood is usually captured from the tone in one’s voice (in the case of telephone communication) and both the tone and facial expressions are captured if it is a face-to-face engagement. The content of the communication to the employe e in question should be direct. This serves to tone down anxiety in him or her as a lot is likely to go through their minds when they hear of a meeting with their superior. This will enable them to relax and be open during the meeting and even offer constructive insight. During the meeting, the offender needs to be informed of their mistake and the evidence of committing such an offence made clear. With clear and open evidence, the offender will find it rather difficult to be dishonest. It also offers a perfect ground to level accusation(s) against the offender with no fear of appeals being raised.Advertising Looking for assessment on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More Making the right evidence clear therefore reduces the time to be spent on dealing with law-breaking cases. The offender then needs to be given room to react to the accusation(s) after being made aware that honesty should always be their guiding principle. The meeting convener has to be a good listener (â€Å"Forms of business communication† 1). No multitasking that needs to take place as this is impolite and one may miss vital points in the conversation. Following this, the convener of the meeting needs to communicate what the rules say as far as committing the offence in question is concerned. Conclusion of the meeting needs to be done by communicating the importance of rules in any institution or place of work. The offender then needs to be made to willingly accept their offence(s) and offer their apologies. This is especially important because it will largely bar the offender from committing such offences in the future. Whenever tempted to go against set rules, one will remember how they promised to abide and will therefore conform. Business Communication. â€Å"What is Business Communication?†Ã‚  Management Study Guide. 2008. Web. Forms of business communication. â€Å"Business, Communicat ion Technology†.  Information Science Today. 2011. Web. McLean, Scott. â€Å"Business Communication for Success.† 2010. Web.

Essay on George Washington

Essay on George Washington Essay on George Washington In, 1789, George Washington became the first president of the United States of America. In 1789, George Washington, was standing on the balcony of Federal Hall on Wall Street in New York, and took his promise of office as the first President of the United States. Washington was born in 1732 into a Virginia planter family. George, was the eldest of Augustine and Mary Washington's six children, he spent much of his childhood at Ferry Farm, a plantation near Fredericksburg, Virginia. Also learned the morals, manners, and knowledge. He was married with Martha Washington and had a stepson John Custis. George Washington was interested in military arts and western expansion. When he was 16 he was in charge as lieutenant colonel in 1754 and fought the first fight of what end up of being the French and Indian War. By the late of the 1760s, Washington had personal experienced the effects of rising taxes applied on American colonists by the British, so he started to believe that it was the best to declare independence from England. Washington served as a delegate to the First Continental Congress in 1774 in Philadelphia. He proved to be a better general than military strategist. In 1781, with the help of the French, who allied themselves with the colonists over their rivals the British, the Continental forces were able to capture British troops under General Charles Cornwallis in Yorktown, Virginia. This action ended the Revolutionary War and Washington was declared a national hero. In 1783, with the treaty signed between Great Britain and the U.S., Washington gave up his command of the army and returned to Mount Vernon, to back to his life as a gentleman farmer and family man. However, in 1787, he was asked to attend the Constitutional Convention in Philadelphia and head the committee to draft the new constitution. He convinced the delegates that he was the most qualified man to become the nation's first president. He wanted to return to a quiet life at home and leave g overning the new nation to others. But public opinion was so strong that eventually he gave in. The first presidential election was held on January 7, 1789, and Washington won handily. John Adams who received the second-largest Essay on George Washington Essay on George Washington "Beware of Political Parties and Foreign Affairs" A few weeks ago in history class, we learned about George Washington's presidency. Washington knew that all of his actions were very important because being the first president, everything he did would become a precedent for future presidents. Some of the precedents Washington set were having a cabinet, only running for two terms (a precedent that was followed until 1933 when Franklin D. Roosevelt served 3 terms), being a strong commander in chief, State of The Union letters, inaugural speech and a farewell address. All of those precedents are still followed today and only running for two terms in office is now the 22nd Amendment to the Constitution. In Washington's farewell address he gave the new country words of wisdom and a few warnings. His most important warning to the United States was: "Beware of political parties and foreign alliances". Boy, George Washington really knew what he was talking about. A couple weeks ago, I was about to go to bed and as I was saying good night to my dad, he told me to watch to the last few minutes of the Presidential debate. I asked my dad what the topic of the debate was, and he told me it was foreign policy. Gathering information from the debate and asking my dad some questions, I realized that we are entangled in alliances and affairs with many other countries. I also could see that it was causing us some dangerous problems. I found it funny that George Washington, who is now long gone from us, warned our nation about the troubles that getting involved with other countries would bring. We are not heeding his warning and look where we are now. Obviously we as a country have to ally ourselves with other countries, and create good relationships with them. George Washington wanted that. What he didn't want was for us to get involved with their political and social affairs. Washington also realized that with many countries competing to be the best in world, the United States would have some enemies. He limited the number of enemies we had during those early years by passing the Neutrality Acts, that prevented us from being entangled with other countries. While we do not have an overwhelming amount of enemies, I would not say that we have made our best attempt at

Bipolar Disorder Essay Example | Topics and Well Written Essays - 500 words

Bipolar Disorder - Essay Example A patient may experience high moments in life that is indicated in extreme joy and energy. On the other hand, the patient may undergo low moments that manifest in depression. However, depression is indicated by symptoms that stay for long and influence an individual’s daily tasks. Generally depression is a mood illness triggered by an incorporation of environmental, biological, genetic and psychological aspects. Depression influences the body and mind-affecting physical, feelings, and behavior and thoughts states. A patient with bipolar disorder faces mood swings that manifest in feelings of loneliness, helplessness, weakness, sadness and depression. The tell signs and symptoms of depression include lack of interest in hobbies, feeling irritable and sad. The illness can also inhibit eating and sleep, can be the root for unexplained stomachaches and headaches. Depression can also result to aspiration to be alone, aggression, quarrelsome conduct that put pressure on relationship s with friends and families. The illness also interferes with the ability of the individual to recall events and concentration which affects the academic performance. In other cases patients have ideas of committing suicide or death (Leonard & Jovinelly, 2012). All these symptoms are different for various people. From the mentioned symptoms, the patient in question suffers from bipolar disorder as per her high and low moods as witnessed by the family. The mentioned patient developed a depressed mood over a period of one week, thus is not suffering from major depression as in major depression the signs and symptoms persist for a minimum of two weeks and above (Moragne, 2011). To treat bipolar disorder, bio-psychosocial approach is used. The patient has to be enrolled in a comprehensive case management program where he/she will access care, receive evidence-based pharmacotherapy and psychoeducation. Moreover, the family is to take part in this treatment program so that each

Compare the story stepdaughters by max apple and barn burning by Essay

Compare the story stepdaughters by max apple and barn burning by william faulkner - Essay Example In ‘stepdaughters’ by Max Apple, Stephanie is the main character and tend to experience hardship in her sporting activities. Helen, Stephanie’s mother sees her daughter’s sporting activity as an act aimed at interfering with her beauty and feminism. According to Helen, the only good thing about a woman is the beauty and feminism, qualities that men cannot posses. Her daughter is beautiful and full of feminine features yet her passion for short-putting may introduce her into masculinity (Apple 132). Helen, Stephanie’s mother tries everything to the extent of accusing her daughter of using steroids just to stop her from the short-putting activity. The stepfather is displayed in the book as being neutral throughout the story and only unveils his last stand towards the end. The stepfather’s stand was realized after Stephanie made a confession never to part with short-putting activity regardless of the circumstances or pressure. According to the st ory analysis, the stepfather took a neutral stand to protect both her stepdaughter and his wife Helen from creating unnecessary family feuds. In ‘barn burning’ by William Faulkner, the story revolves around a father and son. Sarty is a young boy who finds himself in a tight court situation due to his father’s problems (Faulkner 58). The court issue is about burning of the barn, an offense committed by his father. While in court room, Mr. Harris records his statement and asks sarty to stand as a witness to support his claim. This makes sarty uncomfortable despite knowing the truth about his father’s act. According to the information given in the book, sarty never wanted to betray his family and this changed his perception about Mr. Harris’s claims. After standing in front of the judge, he remained in silence until the Judge relieved him of the stress. The judge considered his young age and the complications or consequences of